The principal must watch! The real management of training institutions is to manage these things!
Time:2026-03-04
Source:Artstep
Management is not a moment or a thing, but the entire process of allocating resources for the purpose of achieving goals. Management is about being clear about what others need to do and helping them find the best approach.
1、 What exactly is management?
01. The Essence of Management
Management should serve the goal. The whole process of organizing an open course to attract traffic, from coordinating the venue and teachers to arranging promotion, consultation, and conversion, is management.
For example, the goal of a teaching supervisor may be an 85% retention rate, the goal of a consulting supervisor may be to achieve a performance of 1 million, and the core of management is to be responsible for the results.
We have compiled a template table for the annual performance target breakdown of the consulting department for all principals. After adjusting the specific amount according to the actual situation, the campus can use it. The principals who want it can directly receive it at the end of the article.
02. What do you care about?
Including people, money, goods, information, and so on. In school, everything you can allocate, including teachers, funds, classrooms, parent information, and enrollment channels, needs to be managed.
03、How to manage ?
The four core things of a manager are: planning, organizing, leading, and controlling. For example, in order to achieve the annual goals, the principal needs to first plan how to do it, then organize manpower to implement it, and in the process, lead the team to maintain enthusiasm, and finally control the pace to ensure that there is no deviation.
2、 Manage people or manage affairs?
Then there must be a principal asking, "Management, is it more important to manage people or things
Many principals believe that managing both people and affairs is the key to management, and even become overly focused on people, resulting in exhaustion for themselves and annoyance for their employees.
Imagine if the principal were busy monitoring employee attendance, checking work status, and even worrying about their speech, behavior, and daily trivialities every day, and had the energy to do core tasks such as campus development planning, event planning, market promotion, and teaching optimization? You should know that these specific affairs are the key to determining whether the school can survive and grow stronger.
And from a human perspective, everyone desires to be respected, not controlled; Especially for those who are capable and willing to take action, providing them with a platform to showcase their abilities is much more effective than staring at them every day.
So my point of view is that managers should focus their core energy on management, and show more respect, guidance, and direction to people.
In addition, the primary function of management is planning, and the foundation of planning is goals.
Without goals, work is prone to losing direction. For example, we often say 'to provide good teaching services', but without specific goals, how can it be considered' good '? Where to start? In the end, the service still couldn't be delivered.
So I suggest that principals use goal driven management: first set the overall goals of the campus, then break them down into sub goals for each department and employee, and finally assess, reward, and punish based on the completion of sub goals. This ensures that everyone is working towards the same direction and achieving the desired results.
3、 Do these four steps well and use goal driven management
Now let's talk in detail about how to set goals and how to manage them.
Step 1: Clarify the overall goals of the school?
The goal should not be vague, and everyone should know 'what to do'. For example, the profit target for 2026 is 1 million, which is the basis for all sub targets
Step 2: Break down the objectives and assign them to each executor
Decompose the profit of 1 million yuan, such as recruiting XX million yuan for the consulting department, renewing the teaching department with XX million yuan for course expenses, and controlling the cost of the finance department at 600000 yuan... In addition, the principal also needs to urge the supervisor to continue to break down the target to each executor, avoiding the upper level carrying the target and the lower level not knowing.
Clear data is necessary for setting goals. For example, in 2026, our campus will recruit 400 new students and renew 300 students; Or a full class rate of 85% and a continuation rate of 85%, only quantifiable and fair assessment can provide a basis for implementation.
It should be noted that the setting of goals should be in line with the team's abilities and not divorced from reality, far exceeding the team's limits. For example, if a school achieves a performance of 2 million by 2025 and the principal sets a goal of 5 million by 2026, even if the year-end bonus doubles, it will not motivate the team and will only become a decoration in the end.
In addition, it is necessary to consider factors such as industry peak and off peak seasons, competitor situation, course competitiveness, and parents' consumption habits, which should be linked to the actual campus and market environment.
Step 3: Predict the problem
The principal should anticipate potential issues that may arise during the implementation of the goals, such as employee resignations or parental refunds, and prepare contingency plans in advance.
Step 4: Cross departmental communication and collaboration
The various departments on campus are interrelated - the marketing department attracts traffic, the teaching department teaches, the consulting department transforms, and the academic affairs department provides services, and cannot operate in isolation. Before setting goals for any department, it is necessary to communicate and confirm with the relevant departments to avoid any gaps in communication, and to achieve the goal of "agreeing beforehand and not panicking afterwards".
Here is a practical example - how to set performance goals for a consulting team?
1.determine the annual overall goal of the consulting department.
2. Decompose it into monthly minimum targets based on industry peak and off peak seasons and growth requirements.
3.On this basis, establish three levels of goals: "minimum guarantee, sprint, and challenge", corresponding to different rewards.
4. Finally, break down the department's monthly goals to each course consultant and clarify each person's monthly goals for each level.
By decomposing and implementing step by step, the goal will not float in the air, but become a real action for everyone every day.